Development and construct validation of a career entrenchment measure

Abstract

The development and construct validation of a 12‐item career entrenchment measure is reported. Taking a theory‐driven approach, three dimensions comprising career entrenchment were defined: a career investments dimension reflecting accumulated investments in one's career success that would be lost or deemed worthless if one were to pursue a new career, an emotional costs dimension assessing the anticipated emotional costs associated with pursuing a new career, and a limitedness of career alternatives dimension gauging the perceived lack of available options for pursuing a new career. Using a combination of methodological procedures, these three dimensions were investigated in two pilot studies and a field test. Results support the intended measure's reliability and validity. Implications for individuals and their careers are discussed.

É possível integrar, em um mesmo conceito, os vínculos afetivo e instrumental?: o olhar de gestores sobre o comprometimento com a organização

“…A autora se baseou no conceito de entrincheiramento originário dos estudos sobre comprometimento na carreira (CARSON; CARSON; BEDEIAN, 1995), para propor que entrincheiramento organizacional é a tendência do indivíduo a permanecer devido a possíveis perdas de investimentos e custos associados à sua saída e devido à percepção de poucas alternativas fora daquela organização. Assim, o trabalhador pode permanecer na organização por não perceber outras oportunidades de emprego, por hesitar em perder ganhos fi nanceiros, benefícios e estabilidade, ou, ainda, por querer preservar os ajustamentos que foram necessários para sua adaptação na realidade organizacional específi ca em que se encontra, tais quais treinamentos, desenvolvimento de habilidades voltadas para suas tarefas, rede de relacionamentos criada, entre outros.…”

Evolution of Affective Career Outcomes: A Field Study of Academic Librarians

“…Career entrapment (alpha coefficient= .86) was tapped with a twelve-item measure of adequate reliability and construct validity. 19 Career Identity. Career identity was gauged using a four-item measure (alpha coefficient = .79) that has satisfactory psychometric properties.…”

“…Career entrapment reflects the degree to which individuals remain in a field because of the high costs of withdrawal and the lack of available career alternatives. 12 Successful entry into a new occupation requires that newcomers adapt their values to be congruent with those of the vocation.…”

Does supporting employees' career adaptability lead to commitment, turnover, or both?

“…• HUMAN RESOURCE MANAGEMENT, Spring 2005 Continuance commitment is another form of an individual's attachment to the organization, an aspect of which is one's dependence on the organization for employment and career progress (Carson, Carson & Bedian, 1995;Meyer & Allen, 1984;Meyer, Allen & Smith, 1993). Dependence is associated with investments in organizationally specific knowledge, such as techniques, networks, and cultural adaptations, not readily transferable to other organizations.…”